Though many researchers have interested in the effects of creativity management on the business performance, few have researched the relationship between management execution systems for creativity management and the performance. This paper tried to ident

Motorola which had developed and commercialized wireless telephone and mobile phone for the first time in the world made a decision on the separation of the mobile unit from the Motorola due to the continuous bad performance turn. In addition, the Korean company named Raincom which had developed and commercialized MP3 player have been disappeared since Raincom failed to compete with iPod of Apples. What is the main cause the companies that have been top of the world level weed out of IT product market? For less product life cycle and globalization of market, the company's competitiveness tends to be determined based on company's creative capability, rather than process implementation capability. Thus, companies spent a great amount of time and effort in the introduction of creativity management and R&D activities. However, as company's continuous investment on R&D and innovation activities did not lead to business performance, they starts to pay much attention on the effective R&D and innovation activities. Therefore, this paper tries to solve the limitation of the effectiveness of R&D activities by introducing the concept of 'creative quality'. The creative quality is executed by the creative process, which is designed for getting over the limitation of the traditional brainstorming method. This paper presents the concept so called 'creative quality management' and expects it to be an alternative to conquest the limitation of six sigma management.

The CEOs of global companies have been realized the imagination and creativity that can be obtained from the corporate culture is the crucial competitive power for sustainable growth. Thus, most domestic companies take an increasing interest in how to make creativity efficiently. This paper, however, argues that the proper application of performance indicators can engender creativity and innovation in organizations without costly investing on creativity. Assuming that creativity is actually dominated by the emotion of human resources rather than the rationality, this paper suggests the performance indicators developed based on the viewpoint of the characteristics of human needs and the relationship between the human needs and the attribute of works. The performance system which consists of activity, sociality and creativity is presented and the performance indicators for each category are also suggested to improve the spontaneity and creativity of human resources.